Training Effectiveness on Job Performance - An Analytical Study with Reference to Dairy Industry

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CMR College of Engineering & Technology

About Sumedha Journal of Management

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V o lu m e 8 N u m b e r 2

Vol. 8 No. 2 April-June 2019

Referred Journal of CMR College of Engineering & Technology

ISSN (Online) : 2322-0449

UGC Approval Journal (Serial No: 46802)

A Model Proposition for Prescreening Candidates in Recruitment Process Using Fuzzy Vikor Method

Murat Bolelli

An UGC Autonomous Institution

(Approved by AICTE, permanently affiliated to JNTU, Hyderabad) (NAAC Accredited Institution with ‘A’ Grade)

ISSN (PRINT) : 2277-6753

Department of Master of Business Administration

An Integrated Marketing Communications, Media Synergies and its effect on the Consumer Decision Making Process Reshma Nikhat

Influence of Organizational Climate on Employee Turnover Intention in Information Technology Industry in Kerala Jnaneswar. K

Gayathri Ranjit

Impact of Transformational Leadership Style Dimensions on Organizational Performance: An Empirical Analysis Shruti Balhara

Harbhajan Bansal

Impact of Quality of Work Life on Organisational Commitment Indu Bala, Ramandeep Saini, B.B. Goyal

Mediating Role of Personal Accomplishment among Emotional Labour Strategies and Teaching Satisfaction among Professional College Teachers Jitha G. Nair

Testing of Long-Run Relationship between Gold Prices and Stock Market Return: An Empirical Analysis in India Tanvi Bhalala

Emerging Distribution Channel Effectiveness in Rural Jharkhand for Consumer Electronics

Punit Kumar Mishra Girish Kumar Srivastava

Changing Role of Learning and Development Methodologies Digital Age - A Comparison between Manufacturing and Service Industry S. Rajeswari, D.Raghunatha Reddy

M.Ramakrishna Reddy

Creativity and Innovation in B-Schools:Potential Areas for Development

K. Renuka Raju, Shakeel Ahmad A. Ramachandra Aryasri

Training Effectiveness on Job Performance - An Analytical Study with Reference to Dairy Industry

Menaka.Bammidi Puppala. Hyndhavi

Performance Appraisal Impact on Employee Job Satisfaction with Reference to TSSPDCL

M. Ramu Mohd. Akbar Ali Khan

Mobile Data Usage Behavior: A Study on Bottom of the Pyramid Market Leena Sharma

Cash to Cashless Economy: Challenges and Opportunities Saneem Fatima, Shakeel Ahmad

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Dr. A Kotishwar

Dr. P. Vijaya Lakshmi, Associate Professor

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Dr. P. Hima Bindu,

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1 Honorable Former Vice-Chancellor. Telangana University, Nizamabad,

Andhra Pradesh

2 Professor, Department of Commerce , Bangalore University

3 Pro-Vice chancellor, Maulana Azad National Urdu University,

Hyderabad

4 Professor & Head, Department of Commerce, University of Madras, Chennai

5 Head & Associate Professor, AL Buriami University College, Oman

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Mohan Lal Sukhadia University, Udaipur, Rajasthan.

7 Director, School of commerce & Management Science, Swami

Ramanand Teerth, Marathwada University, Nandeds

8 Head, Department of Commerce. University of Mumbai

9 Professor, SMS, JNTUH

10 Professor, School of Management Studies, University, Hyderabad

11 Professor Department of Commerce, Dr. Babasaheb Ambedkar

Marathwada University, Aurangabad

12 Dean & Chairperson, Faculty of Commerce& Mgt, Bhagat Phool Singh

Mahila Vishwavidyalaya, Khanpur Kalan, Haryana

13 Associate Professor, Indian Institute of Management Kozhikode, Kerala

14 Professor & Head, School of Management Studies, Punjabi University,

Patiala, Punjab, India

15 Associate Professor, School of Management Studies, University,

Hyderabad

16 Associate Professor, Department of Commerce, Delhi School of

Economics, University of Delhi

17 Professor Finance , Indian institute of management Kozhikode, Kerala

18 Associate Professor, Department of Business Administration,

Annamalai University, Tamil Nadu.

19 Associate Professor Department of Business Administration and

Accounting, Al-Buraimi University College

(Affiliated to California State University, Northridge, USA),

Prof. Mohd Akbar Ali Khan

Dr. M Muninarayanappa Dr. Shakeel Ahmad

Dr. S Gurusamy

Dr. Mohammed Jahangir Ali Prof. Renu Jatana

Prof. Vani N Laturkar

Dr. Vivek Deolankar Dr. Sindhu

Dr Mary Jessica

Prof. Walmik K. Sarwade

Prof. (Dr.) Sanket Vij

Dr. Sudershan Kuntluru Prof. G S Batra

Dr. Chetan Srivastava

Dr. Vanita Tripathi

Dr. Rachappa Shette Dr. A.A. Ananth

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ISSN: 2277-6753 (Print) ISSN: 2322-0449 (Online)

SUMEDHA-Journal of Management

Referred Journal of CMR College of Engineering & Technology

April-June2019, Volume 8, No. 2

S. No.

Title Authors Page No.

1. A Model Proposition for Prescreening Candidates in Recruitment Process Using Fuzzy Vikor Method

Murat Bolelli* 1-19

2. An Integrated Marketing Communications, Media Synergies and its effect on the Consumer Decision Making Process

Reshma Nikhat* 20-32

3. Influence of Organizational Climate on Employee Turnover Intention in Information Technology Industry in Kerala

Jnaneswar. K*, Gayathri Ranjit**

33-46

4. Impact of Transformational Leadership Style Dimensions on Organizational Performance: An Empirical Analysis

Shruti Balhara*, Harbhajan Bansal**

47-57

5. Impact of Quality of Work Life on Organisational Commitment

Indu Bala*, Ramandeep Saini**, B.B. Goyal***

58-72

6. Mediating Role of Personal Accomplishment among Emotional Labour Strategies and Teaching Satisfaction among Professional College Teachers

Jitha G. Nair* 73-82

7. Testing of Long-Run Relationship between Gold Prices and Stock Market Return: An Empirical Analysis in India

Tanvi Bhalala* 83-96

8. Emerging Distribution Channel Effectiveness in Rural Jharkhand for Consumer Electronics

Punit Kumar Mishra*, Girish Kumar Srivastava**

97-112

9. Changing Role of Learning and Development Methodologies in Digital Age - A Comparison between Manufacturing and Service Industry

S. Rajeshwari*, D.Raghunatha Reddy**, M.Ramakrishna Reddy***

113-126

10. Creativity and Innovation in B-Schools: Potential Areas for Development

K. Renuka Raju*, Shakeel Ahmad**, A. Ramachandra Aryasri***

127-133

11. Training Effectiveness on Job Performance - An Analytical Study with Reference to Dairy Industry

Menaka.Bammidi*, Puppala. Hyndhavi **

134-147

12. Performance Appraisal Impact on Employee Job Satisfaction With Reference to TSSPDCL

M. Ramu*, Mohd. Akbar Ali Khan**

148-156

13. Mobile Data Usage Behavior:

A Study on Bottom of the Pyramid Market

Leena Sharma* 157-169

14. Cash to Cashless Economy: Challenges and Opportunities

Saneem Fatima*, Shakeel Ahmad**

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Chief Editor Message

As SUMEDHA Journal of Management Thirtieth issue, We look forward to the momentous

growth of our Journal, increasing in their appeal, readership and relevance to the fast-changing

world of Business Management. During these six years journey our journal has been critically

evaluated by various institutions with similar line of interest and faculty fraternity. We have

been consistently seeking advice from experts to continuously improve the quality of the

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Citation Index (ICI), PROQUEST Database, Google scholar JUSER Database, MIAR Data

Base, Index Copernicus value 59.11, ISRA Journal Factor 4.018, Sjifactor Impact factor 4.339,

International Scientific Indexing Impact factor 1.332. On behalf of the Management, Editorial

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and lively partnership for years to come.

All of us recognize the necessity for change, which results in progress. It gives way to new

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Last but not least valuable would be your response and suggestions on this issue. Kindly

send us your views so that we can keep on upgrading our journal.

Thanking you

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Training Effectiveness on Job Performance - An Analytical Study with Reference to Dairy Industry Menaka.Bammidi*, Puppala. Hyndhavi **SUMEDHA-Journal of Management

Referred Journal of CMR College of Engineering & Technology January-March 2019, Volume 8, No. 2, pp 134-147

ISSN: 2277-6753 (Print) ISSN: 2322-0449 (Online) http://cmrcetmba.in/sumedha/

Training Effectiveness on Job Performance - An Analytical

Study with Reference to Dairy Industry

Menaka.Bammidi*, Puppala. Hyndhavi ** * Assistant. Professor, MVSR Engineering College, Hyderabad. *(MBA) , Matrusri Institute of PG Studies, Saidabad, Hyderabad.

Abstract

Training is the act of increasing the knowledge and skill of an employee for doing a Particular job. Training is the short term educational process where the employee can learn about the particular job within a short period of time. With the help of Training the employee can effectively perform in their job. To remain competitive, Organizations must ensure that their workforce continually learns and develops as these are a way of life in modern organizations. The accomplishment of the firm depends on its employee performance. Hence, organizations must realize the importance of Training for the sake of improving employee job performance. In spite of huge research conducted over last few years to explore how training is related to job performance, it is found by reviewing, that Training is important to the job performance to explore the knowledge of the employees. Based on the literature study, the current paper focused on analyzing the effectiveness of training at Telangana State Dairy Development Cooperation Federation Limited (TSDDCF) and further the study analyzed training effectiveness on job performance. Analysis of Variance, Pearson's Correlation and Regression analysis were used for data analysis and the results concluded that Age, Salary and Education influencing the Training at TSDDCF. Also there is a positive correlation among the variables and hence, the study concluded by inferring employee job performance is dependent on effective training. Based on the findings, the study suggests to all the operational level management to develop new modules in the training programme, ultimately the resources are utilized both in Technical and Production at optimum level. Therefore, every organization needs to decide about what to train, how to train, how to implement and evaluate training to make it most effective in improving the employee job performance.

Keywords: Training, Effectiveness, Job Performance, Organizational Effectiveness.

JEL CODES : J32, D61,

PUBLISHING CHRONOLOGY

PAPER SUBMISSION DATE : JANUARY 14, 2019;

PAPERSENTBACKFOR REVISION : FEBRUARY 20, 2019;

PAPER ACCEPTANCE DATE : MARCH 14, 2019

Reference to this paper should be made as follows:

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Training Effectiveness on Job Performance - An Analytical Study with Reference to Dairy Industry Menaka.Bammidi*, Puppala. Hyndhavi **

135

-1.

I

NTRODUCTION

Organizations believe that Effective Training play an important role because skilled workforce represents a competitive advantage as well as take part in the effectiveness of organizations. To remain competitive, Organizations must ensure that their workforce continually learns and develops as these are a way of life in modern organizations. Corporate organizations are focusing on their human competence base because they are realizing that their market value are increasingly based on such intangibles as knowledge, customer loyalty and other human capital parameters. Some competencies are related to work, including task competencies, result competencies and output competencies. In such a state, organizations need to adapt effective training programs to compete, excel, innovate, produce, improve service and reach goals. Employee who is selected or placed in the organization must be provided with the training facilities to improve job performance. Most of the Organizations are aware of this requirement and invest effort and other resources in training and development. Such investment can take the form of employing specialist training and development staff and paying salaries to staff undergoing training and development.

Training is the act of increasing the knowledge and skill of an employee for doing a Particular job. Training is the short term educational process where the employee can learn about the particular job within a short period of time. With the help of Training the employee can effectively perform in their job. Based on the literature study, this paper focused on analyzing the effectiveness of training at Telangana State Dairy Development Cooperation Federation Limited (TSDDCF) and further the study analyzed training effectiveness on job performance.

1.1 ABOUT DAIRY INDUSTRY

Dairy industry plays a dynamic role in India's agro-based economy. Dairy is now a highly specialized field today that involves production, procurement, storage, processing and distribution of dairy products. Dairy industry occupies an important place in animal husbandry. It embraces the production of milk, its preparation for sale as well as the manufacture of dairy products. Government of India has under the annual survey of industries, classified dairy industry under industries major group, Food Manufacturing Industries. A dairy industry depends on milk. Milk is raw material for dairy product. Milk is the 'nature's perfect food' for all ages. It has almost all the vital nutrients needed for growth and well being of the human body. Milk is the richest source of calcium and essential amino acids which is good for bone formation. It is particularly beneficial for people recovering from sickness, children, sport person, aged ones, women etc. The dairy industry of India has grown from an almost completely unorganized but vastly complex industry of a large magnitude to an organized industry.

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people across the country. Corporation started in 1974 under an autonomous body T.S.D.D.C.F.Ltd., to function on commercial line to increase the turnover and efficiency. Production of dairy development in organized sector was started with humbling beginning in 1960 with pilot milk supply scheme with a merger collection of 1000 liters per day. With this objective in view the integrated milk project Hyderabad was implemented with financial assistance with UNICEF, to supply whole some milk at reasonable price to consumer in twin cities while ensuring assured marketing facilities to rural procedures with remunerative price.

1.2 IMPORTANCEOF TRAININGAND DEVELOPMENT

Training plays an important role in human resource department. It is necessary, use full and productive for all categories of workers and supervisory staff.

• Development Of Skills Of Employee: Training and development helps in increasing the job knowledge and skills of employees at each level. It helps to expand the horizons of human intellect and an overall personality of the employee

• Team Spirit: Training and development helps in inculcating the sense of team work, team spirit and inter term collaborations.

• Quality: Training and development helps in improving upon quality of work and Work - life

2 R

EVIEWOF

L

ITERATURE

Md. Nazeem Uddin Khasmi(2016) Presented a research article on Training and Development at Industry focused on opinion of employees regarding training program, Training requirement in organization, Existing situation regarding training programmes, Organization follow any specific techniques for training and development, employees are aware about their responsibilities and authorities or not, Work culture in organization. Sample size consist of 40 Respondents. In their study data was collected through structured questionnaire and analysis presented through percentages. Finally their study concluded by Organization should plan for the training activities to improve the employee skills and knowledge.

Dr. Pratima Kumar, Rahul Singal, Kavita(2015) investigated the Effectiveness of Training among Bank Employees focused on training programmes and effectiveness of training organized in private sector banks in Fatimabad , Training program improves the technical knowledge and skills of the employees in private sector banks. Sample Size of 20 employees drawn using simple random sampling of private sector bank data is collected through structured questionnaire and analysis presented through graphs. Finally they concluded Training should be mandatory for the banking sector employees.

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137

-Jyoti, (2015) presented a article on training and Development Scenario at HDFC bank the study focuses on profile of the bank and what are the practices being followed by the bank the analysis of the data is shown in percentages and graphs. Finally, the author concluded training and development policies should be implemented for the employees in their work environment.

Ozioma Obi-Anike , Michael Chidiebere Ekwe(2014) presented a research article on Impact of Training and development for the selected public sector organizations in Nigeria. They focused on some objectives like Orientation/Induction Training, Foundation Training, Job Instruction Training, Career Development Training, Maintenance/Refresher Training. Data is collected through questionnaire and analysis is done with the chi square test. Finally they recommended training should be a continuous activity and it should be a competitive advantage to the employees

Hassan Raza (2014) presented a journal on Training and Development impact on Organizational Performance Evidence from Oil and Gas Sector the author focused on impact of training and development on particularly in oil and gas sectors. The analysis is done through tables, graphs and percentages. Finally the author concluded or recommended that management should concentrate on training and development and should make better policies.

Aarti chahal( 2013)investigated the effect of training on performance by adopting development based strategy and the author focused on training practices in PNB and HDFC banks, Satisfactory level of employees regarding training, effect of training and development on employees performance in organization. Data is collected questionnaire, newspapers and magazines and the analysis is done through percentages, tables and graphs. Finally the author recommended continuous training program should be conducted to the employees.

Dr .Amir Elnaga ,Amen Imran(2013) in their study on The Effect of Training on Employee Performance focused on investigate the meaning and importance of training, Identify the significance of employee performance, Explore the relationship between training and employee performance, Develop guideline for assessing the employee performance. They investigated the relationship between training and employee performance. Finally the authors concluded the firm must design a training program with clear goals and objectives.

Ombui Kepha, Kagiri, Assumptah. W, Omoke, DismasO (2012) presented the influence of training and development on the performance of employees. They focused on performance of the employees in the research institute after the training and development. Sample of 51.9% was drawn using random sampling. In their study data was collected through structured questionnaire and analysis presented through descriptive statistics like frequencies and percentages. Finally they Recommended research institute in Kenya should ensure that the training is offered to all the level of employees and given equal opportunities in terms and sponsorship.

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training program to employees whether the employees are improved their work skills. Sample of 50 employees from various departments the sample is collected through submitting the questionnaire and analysis is presented through percentages and graphs. Finally they concluded most the employees are showing towards training and the trained employees show their skills in their work environment.

3 O

BJECTIVEOF

T

HE

S

TUDY

• To know the process of Training at Telangana state dairy development cooperative federation limited.

• To study the Demographics impact on Training Effectiveness.

• To analyze the association between Training effectiveness and Job Performance.

4. S

COPEOFTHE

S

TUDY

The study is confined to Telangana State Dairy Development Cooperative Federation limited located at Hyderabad. As TSDDCF is a production based industry and the workforce required at production level is semi skilled employees. Training based job accomplishment is highly required in such industries. So, this study focuses in effective training part. Hence, the employees at production level are the considered sample to study the effectiveness of training at TSDDCF.

5 R

ESEARCH

M

ETHODOLOGY

The current paper data has taken from the HR Manager as well as Employees of Telangana State Dairy Development Cooperative Federation Limited. The analysis is confined to primary data i.e; data has collected through questionnaire administration and also from interview method.

5.1 SAMPLE SELECTION

The questionnaire was administered to the Technical and Production level employees of Telangana dairy development cooperation federation limited in Hyderabad. A random sampling technique is applied and 200 employees were chosen from a pool of 680 employees to whom the questionnaire was administered. Out of which only 115 were responded, found to be useful for analysis. The response rate is 57 percent.

5.2 SAMPLE SIZE: 115 EMPLOYEES

5.3 Statistical Tools & Techniques: ANOVA, Pearson's Correlation, Regression Analysis.

5.4 Model: Simple Linear Regression model consisting of one independent variable has been used to test the effect of independent variable on dependent variable as shown below:

y = b₀ + b₁ x₁

Where, y - Dependent Variable and x1 Independent Variables and

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139

-5.5 Software: IBM SPSS 16

5.6 Scaling Technique: Likert five point scale technique is used.

6 D

ATA

A

NALYSIS

A

ND

I

NTERPRETATION

This chapter presents the data in systematically and logically sequential order. The data was collected from the employees of Telangana State Dairy Development Cooperation Federation Limited using a self-constructed questionnaire of 15 items to measure the Training Effectiveness and 5 items to measure the Job Performance. The data received from actual respondents (115) has been analyzed as per the formulated objectives and attempts to present the conducted study into an organized framework.

6.1 TRAINING AND DEVELOPMENT AT TELANGANA STATE DAIRY DEVELOPMENT COOPERATION

FEDERATION LIMITED

Training at TSDDCF is given in two different ways; one is On- job training and Off- the-job training. On- the- the-job training is given to the technical grade employees who take place within the industry. Apart from technical grade, for other employee's, training was given in Off- the- job training was an outsourced method at Dr.Mcr HRD, a premier training centre for employees, who trains the employees to develop knowledge and skills with the personnel serving the government and to promote capacity building and competencies.

6.2 DEMOGRAPHIC STUDYOFTHE RESPONDENTS

The following table: 6.2.1 to 3.2.6 depicts the demographic profile of the respondents from Telangana State Dairy Development Cooperation Federation Limited. From each demographic table, the data of respondents who have participated at the time of data survey are presented as follows:

6.2.1 GENDER

Table:6.2.1 Gender wise Respondents

Gender N Mean Std. Deviation

Male 59 52.46 4.629

Female 56 52.18 3.766

Total 115 52.32 4.215

Source: Primary Data

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6.2.2 MARITAL STATUS

Table: 6.2.2 Marital Status wise Respondents

Marital Status N Mean Std. Deviation

Single 34 52.76 4.466

Married 81 52.14 4.119

Total 115 52.32 4.215

From Table 6.2.2 it is observed that Single respondents are 34 (Mean value is 52.76, Std. Deviation value is 4.466) and Married respondents are 81 (Mean value is 52.14, Std. Deviation value is 4.119). Based on the mean score of training effectiveness with respect to marital status it was found that unmarried respondents average score is little more than married respondents where as when it comes to the Standard Deviation also the unmarried respondents score is more than married respondents.

6.2.3 SALARY

Table: 6.2.3 Salary wise Respondents

Salary N Mean Std.

Deviation

Below 10k 13 53.46 4.446

Between 10K to 20K 86 51.78 3.663

Between 20K to 40K 16 54.31 6.008

Total 115 52.32 4.215

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141

-6.2.4 AGE

Table: 6.2.4 Age wise Respondents

Age N Mean Std.

Deviation

Between 25 to 35 years 107 52.12 3.918

Between 35 to 45 years 7 52.86 3.625

From Table 6.2.4 it is observed that Age of the employee's are categorized into three groups. Among between 25 to 35 years are found 107 (Mean value is 52.12, Std. Deviation value is 3.918), between 35 to 45 years are found 7 (Mean value is 52.86, Std. Deviation value is 3.625). Based on the mean score of training effectiveness with respect to age, it was found that the respondents between age of 35 to 45 years average score is more than the respondents between age of 25 to 35 years where as the Standard Deviation value of youngsters score is more when compared to the score of age between 35 to 45 years.

6.2.5 EDUCATION

Table: 6.2.5 Education wise Respondents

Education N Mean Std.

Deviation

Plus 2 or Diploma 2 55.50 3.536

Graduate 97 51.95 3.601

Post Graduate 16 54.19 6.725

Total 115 52.32 4.215

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6.3 ANALYSISOF TRAINING EFFECTIVENESS

To measure the Training Effectiveness, total of 15 questions were used for analysis. ONEWAY ANOVA was used as a statistical tool to test the effectiveness of training under different demographic variables. For each demographic variable, presented the descriptions and along with the significance (p) values at 5% level of significance.

6.3.1 GENDER IMPACTON TRAINING EFFECTIVENESS

Table: 6.3.1 Gender Impact on Training Effectiveness

Sum of Squares

Df Mean Square

F Sig.

Between Groups

2.237 1 2.237 .125 .724

Within Groups

2022.858 113 17.901

Total 2025.096 114

From table 6.3.1, it identified that p value is greater than 0.05. Therefore, Gender wise there is no significant difference with regard to training effectiveness. Hence, Gender wise there is no impact on Training Effectiveness.

6.3.2 MARITAL STATUS IMPACTON TRAINING EFFECTIVENESS

Table: 6.3.2 Marital Status Impact on Training Effectiveness

Marital Status

Sum of Squares

F Sig.

9.472 1 9.472 .531 .468

2015.624 113 17.837

Total 2025.096 114

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143

-6.3.3 SALARY IMPACTON TRAINING EFFECTIVENESS

Table: 6.3.3 Salary impact on Training

Salary Sum of Squares

F Sig.

105.625 2 52.813 3.082 .050

1919.471 112 17.138

Total 2025.096 114

From table 6.3.3 it identified that p value is almost equal to 0.05. Therefore, it is concluded that salary wise there is a significance difference with respect to training effectiveness. From the result it is interpreted that as salary increases, the training effectiveness is also increasing. Hence, Salary wise there is an impact on Training Effectiveness.

6.3.4 AGE IMPACTON TRAINING EFFECTIVENESS

Table: 6.3.4 Age Imapct on Training Effectiveness

Age Sum of Squares

F Sig.

318.818 2 159.409 10.464 .000

1706.278 112 15.235

Total 2025.096 114

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6.3.5 EDUCATION IMPACTON TRAINING EFFECTIVENESS

Table: 6.3.5 Education Impact on Training Effectiveness

Education Sum of Squares

F Sig.

89.416 2 44.708 2.587 .080

1935.680 112 17.283

Total 2025.096 114

From table 6.3.5 it identified that p value is 0.080. Therefore, it can be concluded that education wise there is no significance difference at 5% level of significance with respect to training effectiveness. Hence, Education wise there is no impact on Training Effectiveness.

6.4 CORRELATION ANALYSIS (TESTINGTHEASSOCIATIONBETWEEN TRAINING EFFECTIVENESSAND

JOB PERFORMANCE)

To study the association between the independent and dependent variables Pearson correlation coefficient is applied and the results of the test are presented in the Table 6.4. Correlation coefficient is a statistical measure that determines the degree to which two variable's movements are associated. Correlation coefficient value ranges from -1 to 1. Negative value of correlation indicates: if one variable increases in its values, the other variable decreases in its value and positive value indicates: if one variable increases in its values the other variable also increases in its value.

Correlation between Training Effectiveness and Job Performance: The r value is 0.342, indicates that there is a low degree of positive correlation between Training Effectiveness and Job Performance. The correlation was found to be significant at 1% level of significance.

Table: 6.4 Correlation between Training Effectiveness and Job Performance

Job Performance

Training Effectiveness Job

Performance

Pearson Correlation 1 .342**

Sig. (2-tailed) .000

N 115 115

Training Effectiveness

Pearson Correlation .342** ₁

Sig. (2-tailed) .000

N 115 115

**. Correlation is significant at the 0.01 level (2-tailed)

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145

-After analyzing the association between Training effectiveness and Job Performance, the next step is developing the model. The model is developed by using simple linear regression. The simple regression analysis is a statistical technique used to evaluate the effect of one independent variable on another dependent variable. Simple Linear Regression model consisting of one independent variable has been used to test the effect of independent variable on dependent variable as shown below:

y = b₀ + b₁ x₁

Where, y - Dependent Variable and x₁, x₂... x_k - Independent Variables and

b0, b1, b2... bk - Regression Coefficients

JPS (JOB PERFORMANCE STUDY) = B0 + B1 TES (TRAINING EFFECTIVENESS STUDY)

The table 6.5.1 is the model summary reports the strength of the relationship between the model and the dependent variable. R, the multiple correlation coefficients, is the linear correlation between the observed and model-predicted values of the dependent variable. Its large value indicates a strong relationship. R Square, the coefficient of determination, is the squared value of the multiple correlation coefficients. The value of R2 is 0.117; it shows that the model explains 12% of the variation. In other words the independent variables Training Effectiveness is able to explain around 12% the variation of the dependent variable Job Performance.

Table: 6.5.1 Model Summary

Model R R Square

Adjusted R Square

Std. Error of the Estimate

1 .342a _.117 _.109 _3.136

a. Predictors: (Constant), TES

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Table: 6.5.2 ANOVA

Model

Sum of Squares df

Mean

Square F Sig. 1 Regression 147.361 1 147.361 14.980 .000

Residual 1111.630 113 9.837

Total 1258.991 114

The p-value related independent variable Training Effectiveness shown in table 6.5.3, is less than 0.05, hence it is concluded that at 5 percent level of significance the Training Effectiveness is influencing Job Performance of the employees working in TSDDCF. The positive value of regression coefficient of training effectiveness is 0.342; this indicates that higher the training effectiveness betters the job performance of the employees.

Table: 6.5.3 Regression Coefficients

Model

Unstandardized Coefficients

Standardized Coefficients

T Sig. B Std. Error Beta

1 (Constant) 8.095 3.658 2.213 .029

Training Effectiveness Study

.270 .070 .342 3.870 .000

7 C

ONCLUSION

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Performance Appraisal Impact on Employee Job Satisfaction With Reference to TSSPDCL M. Ramu*, Mohd. Akbar Ali Khan**

147

-make the employees skilled towards attaining their job and become resourceful. Therefore, in every employee's job an adequate training and equal opportunities must provide for personal development. Whenever a need for knowledge request arises in the system the organization should take steps to update the knowledge and skill of the employees by organizing effective training programmes.

R

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[a]. http://www.tsdairy.telangana.gov.in

[b]. https://scholar.google.co.in/